中高齡員提早離開職場已是政府、企業所關注的重要人資議題。本研究主要目的在針對台灣45家企業240位中高齡員工，探討對於認知與年齡有關的人力資源措施、工作成長動機與持續工作動機三者間的關聯性與互相作用關係。 研究結果顯示，經由「工作成長動機」的中介效果，認知與年齡有關的人力資源措施會對中高齡員工的「持續工作動機」產生正向影響效果。同時，本研究發現員工具有高認知與年齡有關的人力資源措施，對工作成長動機與持續工作動機之間的關係具有正向的調節效果。此外，員工具有高認知與年齡有關的人力資源措施，也會對認知與年齡有關的人力資源措施、工作成長動機、持續工作動機之間的中介效果產生調節效果。 這些研究結果驗證了與年齡有關的人力資源措施和中高齡員工的工作動機之間的影響效果。 ;The main purpose of this study is to examine joint and interactive effects of perceived age-related HR practices on work growth motivation and motivation to continue working among 240 employees from 45 companies. The results of regression analysis showed that perceived age-related HR practices was positively associated with motivation to continue working for aging employees, with mediated by work growth motivation. The results also showed that perceived age-related HR practices moderated the relationship between work growth motivation and motivation to continue working such that this positive relationship was stronger among employees with a higher level of perceived age-related HR practices. Finally, the results showed that for employees with higher level of perceived age-related HR practices, the indirect effect of perceived age-related HR practices on motivation to continue working through work growth motivation was stronger. These findings carry implications for research on age-related HR practices and aging employees’ work motivation.
